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NEW QUESTION: 1
Eine gut durchgeführte Risikoanalyse liefert viele nützliche Informationen. Eine Risikoanalyse hat vier Hauptziele.
Was ist nicht eines der vier Hauptziele einer Risikoanalyse?
A. Ein Gleichgewicht zwischen den Kosten eines Vorfalls und den Kosten einer Sicherheitsmaßnahme herstellen
B. Identifizieren von Vermögenswerten und deren Wert
C. Ermittlung relevanter Schwachstellen und Bedrohungen
D. Gegenmaßnahmen umsetzen
Answer: D
NEW QUESTION: 2
You publish App3 as a RemoteApp program.
You need to configure App3 to meet the application requirements.
What should you do?
A. From Remote Desktop Services, modify the properties of the collection to which the App3 RemoteApp program is published. On the client computers, configure the RemoteApp and Desktop Connection feed.
B. From Remote Desktop Services, modify the properties of the App3 RemoteApp program. On the client computers, configure the RemoteApp and Desktop Connection feed.
C. On the RD Session Host servers, modify the Windows Installer RDS Compatibility setting. On client computers, modify the Remote Desktop Connection settings.
D. From Remote Desktop Services, modify the properties of the collection to which the App3 RemoteApp program is published. On client computers, modify the Remote Desktop Connection settings.
Answer: B
NEW QUESTION: 3
Which of the following is an example of market risk?
A. the risk that an automobile manufacturer will have to undertake a massive recall of its cars
B. the risk that the nation will enter a recession
C. the risk that a drug company will produce a pill that will cure cancer
D. the risk that competing firms will enter the market when a firm's patent protection expires
Answer: B
Explanation:
Explanation/Reference:
Explanation: The risk that the nation will enter a recession is an example of market risk. A recession will affect the prices of all securities to one degree or another. The other choices are examples of business risk-a risk that is tied to a specific firm. In finance, risk means uncertainty, so even the possibility that a drug company will produce a pill that will cure cancer is referred to as a risk.
NEW QUESTION: 4
Shelly is a graphic designer in your company and she has been called to military duty. While she is on duty you learn that Shelly has been moonlighting graphic design for other companies. Because she has been moonlighting while on military leave from your employment, are you required to reinstate her upon her pending return from military duty?
A. Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 allows military personnel to moonlight during off-duty hours.
B. No, moonlighting is a breach of the Uniformed Services Employment and Reemployment Rights Act of
1994, as military personnel are to be on employment leave and not generate an income other than what their military duty provides. The employer is therefore exempt from the reinstatement obligations.
C. No, moonlighting constitutes other employment so the original employer is not obligated to reinstate her.
D. Yes, moonlighting is another form of employment, but you are required to reinstate her if her income from moonlighting is less than what she would have earned without the military duty.
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
The Uniformed Services Employment and Reemployment Rights Act of 1994 does allow military personnel to moonlight during off-duty hours without affecting their reinstatement rights.
Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the rights of reservists called to active duty in the armed forces. The Act provides reemployment and benefits rights and is administered through the Veterans Employment and Training Service (VETS) of the Department of Labor. USERRA applies to all public and private employers in the United States, including the federal government.
Answer options B, C, and D are incorrect. These are not valid statements about the Uniformed Services Employment and Reemployment Rights Act of 1994.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation